Built Without a Net

In this solo episode, Brad Foley steps back after 26 conversations with founders and CEOs to highlight the seven HR challenges that consistently surface beneath the stories. From growth outpacing structure to toxic high performers and crises exposing weak systems, Brad distills the patterns business owners can’t afford to ignore. If you’re building without a net, this episode offers a practical roadmap to strengthen the people side of your business before small cracks turn into major fractures.

In this episode, Brad discusses:

• Why growth often outpaces organizational structure and how to prevent confusion and bottlenecks
• The danger of tolerating high performers who undermine your culture
• How promoting technical experts without preparation creates leadership gaps
• Why strategic clarity must cascade from vision to individual performance
• How crises expose weak systems and how to stress test your organization proactively

Key Takeaways: 

• Growth does not break companies; lack of structure does. Clear org charts, defined authority, and intentional leadership development create the foundation needed to scale without chaos.
• Culture is operational, not aspirational. If you tolerate behavior that contradicts your values, you endorse it, and your team will believe what you do far more than what you say.
• Promotion is not preparation. Technical excellence does not automatically translate into leadership ability, which is why structured onboarding and coaching for new managers is critical.
• Crisis doesn’t create weakness; it exposes it. The real work is building strong documentation, investigation protocols, and communication plans before the pressure hits.
• Bad hires are rarely random; they’re usually rushed. A disciplined interview process, clear success metrics, and structured onboarding dramatically reduce early turnover and team disruption.

“Growth does not need to break a company; you just need to make sure that you have structure in place for that growth.” - Brad Foley

Connect with Brad Foley:

Website: https://www.hrvaluepartners.com/ 

LinkedIn: https://www.linkedin.com/in/bradfoley/ 

Facebook: https://www.facebook.com/hrvaluepartners/ 

Instagram: https://www.instagram.com/hrvaluepartners/ 

Email: [email protected] 

Show notes by Podcastologist: Francine Poblete

Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it. 

Aneesa Muthana is the CEO and co-owner of Pioneer Service and M&M Quality Grinding, bringing more than 30 years of experience in precision machining for aerospace, medical, and electric vehicle customers. She leads with a strong focus on operational discipline, quality performance, and continuous improvement, driving the adoption of modern manufacturing practices that enhance visibility, accountability, and consistent execution across operations. A recognized industry leader, Aneesa is a regular contributor to Modern Machine Shop, serves on the boards of the National Association of Manufacturers and the MxD Advisory Board, and previously served as President of the Precision Machined Products Association (2021–2022). Her leadership has earned numerous honors, including the Manufacturing Institute Award, NAWBO Woman Business Owner of the Year, Crain’s Notable Woman in Manufacturing, SWE’s Women Engineers You Should Know, the TMA Rose Mottl Award, and the Illinois Muslim Chamber of Commerce Outstanding Entrepreneurship Award.

In this episode, Brad and Aneesa discuss:

• Aneesa’s journey from growing up in her family’s machine shop to leading two precision manufacturing companies
• Navigating leadership in a traditionally male-dominated industry and earning credibility over decades
• Why culture, accountability, and transparency matter more than short-term performance
• The hard decisions required to protect company values, even when it costs top talent
• Using automation and technology to improve safety, consistency, and employee engagement

Key Takeaways: 

• Leadership evolves with maturity and empathy. Aneesa reflects on how her earlier “iron fist” moments shaped her growth into a more intentional, strategic, and values-driven leader who balances accountability with compassion.
• Culture must have teeth to mean anything. Protecting core values sometimes requires letting go of high performers whose behavior damages the team, even when it impacts short-term revenue.
• Automation should enhance people, not replace them. At Pioneer Service and M&M Quality Grinding, automation removes heavy, repetitive labor while upskilling employees into higher-value roles.
• Transparency builds engagement. By openly sharing company challenges, KPIs, and strategic decisions, Aneesa fosters trust and encourages employees to take ownership of outcomes.
• Manufacturing leadership requires credibility earned on the shop floor. Understanding processes firsthand allows leaders to contribute meaningfully to problem-solving and gain respect from their teams.

“If someone's going to be toxic in my life, if someone's going to bring harm to me and eat up my mental health and put me in a situation that's just not healthy. It's on me to just remove myself from that environment.” - Aneesa Muthana

Connect with Aneesa Muthana: 

Website: https://www.aneesamuthana.com/ 

LinkedIn: https://www.linkedin.com/in/aneesamuthana/ 

Pioneer Service: https://pioneerserviceinc.com/

M&M Quality Grinding: https://www.mmquality.com/ 

Connect with Brad Foley:

Website: https://www.hrvaluepartners.com/ 

LinkedIn: https://www.linkedin.com/in/bradfoley/ 

Facebook: https://www.facebook.com/hrvaluepartners/ 

Instagram: https://www.instagram.com/hrvaluepartners/ 

Email: [email protected] 

Show notes by Podcastologist: Francine Poblete

Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it. 

Beth Ridley is a corporate executive turned workplace culture consultant, speaker, author, and CEO of Ridley Consulting Group, bringing more than 25 years of global leadership and management consulting experience to her work, helping organizations turn culture into a true competitive advantage. With deep expertise in change management and positive psychology, Beth focuses on equipping managers to genuinely care about and actively contribute to resilient, motivated, high-performing workplaces. A recognized leadership and workplace culture thought leader, her insights have been featured in national publications, and she regularly appears on television and delivers keynotes around the world. Beth holds a BA in English Literature from the University of Virginia, an MA in International Relations from Tufts University, and an MBA from Columbia University, and has lived in London, Tokyo, Johannesburg, and Bangkok before settling in Milwaukee, Wisconsin, with her husband and three children.

In this episode, Brad and Beth discuss:

• Why are most managers promoted for technical skills, not leadership ability
• The hidden cost of ignoring relationships in the name of efficiency
• How global experience shaped Beth’s people-first approach to leadership
• The emotional side of leadership and why it’s often invisible inside organizations
• What holds leaders back from change, and how self-awareness shifts everything

Key Takeaways: 

• Leadership is not an innate skill; it’s learned through behavior, reflection, and practice. Many managers struggle because they were never taught how to lead people, only how to produce results.
• Relationships are not a “nice to have” in leadership. They are the foundation of productivity. Investing in trust and connection early prevents breakdowns that cost time, morale, and performance later.
• Much of poor leadership remains hidden because employees don’t feel safe speaking up. This allows toxic behaviors to persist, often unnoticed by senior leaders.
• Global exposure teaches leaders how to bridge differences without losing authenticity. Leadership, at its core, is about helping very different people work well together.
• Fear of regret can be more powerful than fear of failure. Beth’s decision to leave corporate life shows how clearly defining the worst-case scenario can unlock courageous change.

“The only way we can navigate collectively the complexity of the work environment is by making that emotional connection to help people rise to the occasion.” - Beth Ridley

Connect with Beth Ridley: 

Website: https://ridleyconsultants.com/ 

LinkedIn: https://www.linkedin.com/in/beth-ridley-a92b8b5/ 

Email: [email protected] 

Connect with Brad Foley:

Website: https://www.hrvaluepartners.com/ 

LinkedIn: https://www.linkedin.com/in/bradfoley/ 

Facebook: https://www.facebook.com/hrvaluepartners/ 

Instagram: https://www.instagram.com/hrvaluepartners/ 

Email: [email protected] 

Show notes by Podcastologist: Francine Poblete

Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it. 

Deb Seeger is a seasoned business leader and entrepreneur with deep expertise in sales methodologies, leadership development, and building high-performing teams in an increasingly digital world. Over the course of her career, she has coached hundreds of C-suite executives and sales leaders, helping organizations strengthen strategy, culture, and execution. An accomplished speaker and facilitator, Deb has delivered keynote presentations for organizations such as the Milwaukee Economic Trends Conference, Rotary, and TEMPO, and is a frequent guest on podcasts and CEO roundtables. She was recognized by the Milwaukee Business Journal as a Woman of Influence and is the co-founder of Patina Solutions, a firm named by Inc. Magazine as one of the fastest-growing private companies in the U.S. for five consecutive years, now part of Korn Ferry.

In this episode, Brad and Deb discuss:

• Deb’s unconventional path into sales and how early experiences shaped her leadership philosophy
• Why fear and resistance to change are the biggest barriers organizations face, and how to demystify change
• What high-performing companies consistently get right about strategy, clarity, and communication
• How culture, accountability, and leadership behavior determine long-term success
• The “iron triangle” of fast, cheap, and good, and how leaders navigate tradeoffs

Key Takeaways: 

• Change becomes manageable when leaders treat it like a project. By breaking uncertainty into clear steps, roles, and expectations, fear is reduced and momentum increases.
• High-performing companies are relentlessly clear about who they are, where they’re going, and how every person contributes. Clarity acts as a powerful accelerator for execution and alignment.
• Strong cultures don’t tolerate bad behavior in exchange for results. Leaders who hire and hold people accountable for attitude as well as performance build trust and long-term stability.
• Leadership does not require intimidation or ego. The most effective leaders say the hard thing in a soft way, listen first, and make decisive calls once all voices have been heard.
• AI represents the greatest leveling of the playing field leaders have ever seen. Organizations that use AI to systematize routine work can refocus human energy on what matters most: judgment, relationships, and discernment.

“Every project is a change, and every change is a project. And so if you just walk every change through a project methodology, then you can kind of demystify it.” - Deb Seeger

Connect with Deb Seeger: 

LinkedIn: https://www.linkedin.com/in/debbieseeger/ 

Email: [email protected] 

Additional Resources: 

• Let’s Get Real Or Let’s Not Play – Transforming Sales Relationships by Mahan Khalsa: https://www.amazon.com/Lets-Get-Real-Not-Play/dp/1591842263  
• The No Asshole Rule by Dr. Robert Sutton: https://www.amazon.com/Asshole-Rule-Civilized-Workplace-Surviving/dp/0446698202 
• Flawless Consulting by Peter Block: https://www.amazon.com/Flawless-Consulting-Guide-Getting-Expertise/dp/0470620749

Connect with Brad Foley:

Website: https://www.hrvaluepartners.com/ 

LinkedIn: https://www.linkedin.com/in/bradfoley/ 

Facebook: https://www.facebook.com/hrvaluepartners/ 

Instagram: https://www.instagram.com/hrvaluepartners/ 

Email: [email protected] 

Show notes by Podcastologist: Francine Poblete

Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it. 

Steve Valentor began his career at the dawn of the personal computer era, leveraging a mathematics degree and deep expertise in assembly language to develop computers for Zenith, LG, and his own laptop startup, Airis. As system-on-chip technology emerged, he transitioned into semiconductor R&D at NXP for a decade, followed by three years in senior management at Wind River (now Intel). Steve later became a major shareholder and CEO of RightHand Technologies, where he led the design and manufacturing of embedded computers for aerospace and defense applications and helped scale the company before stepping out of day-to-day operations. He then returned to school to earn an MBA with a strong concentration in finance and now runs his own venture capital fund while teaching entrepreneurship and technical AI courses at DePaul University.

In this episode, Brad and Steve discuss:

• Steve’s early career at the dawn of personal computing and how low-level programming shaped his thinking
• What it really means to bootstrap a company, and the unexpected challenges of building without capital
• How Steve transitioned from founder and CEO to board member, investor, and educator
• Why small companies are often undervalued compared to large corporations, and how financial literacy changes that
• The importance of lifelong learning, reinvention, and stepping back at the right time as a leader

Key Takeaways: 

• Building a company without a safety net forces creativity, resilience, and problem-solving at every level. Steve’s early startup experience showed that progress often comes from improvisation rather than perfect planning.
• Stepping away from day-to-day leadership can be a strategic move, not a failure. Steve’s decision allowed the company to reduce costs, stabilize operations, and open the door for his next chapter of growth.
• Financial literacy is a critical leadership skill, especially when it comes to valuation and long-term strategy. Steve’s deep dive into finance revealed why large companies command higher multiples and how smaller companies can close that gap.
• There is no such thing as a true career safety net, whether in startups or large corporations. The most reliable protection comes from adaptability, confidence, and a willingness to keep learning.
• Education is not limited by age or career stage. Steve’s return to school later in life reshaped his perspective and ultimately led him into venture capital and teaching.

“We never really have a safety net. And the only real safety net is your own strength, your own vision, your confidence in yourself, and your willingness to go as far as you need to to make your business successful. ” - Steve Valentor

Connect with Steve Valentor: 

Website: https://polynomial-vc.com/ 

LinkedIn: https://www.linkedin.com/in/stevenrvalentor/ 

YouTube: https://www.youtube.com/@stevevalentor4804?app=desktop 

Connect with Brad Foley:

Website: https://www.hrvaluepartners.com/ 

LinkedIn: https://www.linkedin.com/in/bradfoley/ 

Facebook: https://www.facebook.com/hrvaluepartners/ 

Instagram: https://www.instagram.com/hrvaluepartners/ 

Email: [email protected] 

Show notes by Podcastologist: Francine Poblete

Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it. 

William Salvi is the co-founder and host of Executive House, a global business media platform that spotlights prominent business executives through in-depth, authentic conversations. He is also the creator and host of The CEO Series, an Emmy-winning, YouTube-based interview show focused exclusively on CEOs, where he explores not just what leaders build, but how and why they lead.

In this episode, Brad and William discuss:

• How Executive House and The CEO Series were built to spotlight real, human conversations with business leaders
• Why filming CEOs in their own environments creates more honest and vulnerable interviews
• The tension between authenticity and corporate communications in executive leadership
• The hidden loneliness, pressure, and moral weight CEOs carry behind closed doors
• Hiring mistakes, painful business iterations, and lessons learned from building a media company

Key Takeaways: 

• CEOs are often misunderstood because the public narrative focuses only on the loudest, wealthiest outliers. William emphasizes that thousands of ethical, thoughtful leaders quietly run strong companies that deserve more attention and recognition.
• Authentic leadership requires striking a balance between vulnerability and responsibility. CEOs cannot share everything, but selective honesty builds trust far more effectively than polished corporate language.
• Corporate speak often exists to reduce risk, but it can strip leaders of credibility. When leaders say everything “perfectly,” they often say nothing meaningful at all.
• Building a business through multiple iterations is painful but clarifying. Each failed hire, pivot, and setback helped William and his team define what truly mattered and what didn’t.
• Hiring too early or without clarity is one of the most costly mistakes founders make. Clear vision and structure are prerequisites to effective leadership and team management.

“Honesty doesn't mean share everything. Honesty means, you know, be real.” - William Salvi

Connect with William Salvi: 

Website: http://www.ceoseries.com 

LinkedIn: https://www.linkedin.com/in/william-salvi/ 

YouTube: https://www.youtube.com/@ExecutiveHouse 

Connect with Brad Foley:

Website: https://www.hrvaluepartners.com/ 

LinkedIn: https://www.linkedin.com/in/bradfoley/ 

Facebook: https://www.facebook.com/hrvaluepartners/ 

Instagram: https://www.instagram.com/hrvaluepartners/ 

Email: [email protected] 

Show notes by Podcastologist: Francine Poblete

Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.

Andrew Sykes grew up in South Africa and built one of the country’s largest healthcare consulting businesses. With 25 years of experience in sales, he has lived, worked, and run businesses across six continents, giving him a global perspective on leadership, trust, and human behavior. Andrew is the author of The 11th Habit, a TEDx speaker, and a lecturer at Northwestern University’s Kellogg School of Management. He is also the founder of Habits at Work, where he helps customer-facing teams build stronger relationships, leverage trust, and uncover their customers’ deeper needs beyond what’s on the surface.

In this episode, Brad and Andrew discuss:

• Andrew’s unconventional journey from actuarial science to entrepreneurship and leadership development
• How fear-based, command-and-control leadership can drive profits but destroy trust and retention
• Trust is a judgment others make, not a personal trait leaders can assume they possess
• The research behind habit formation and why most training programs fail to create real behavior change
• Why first impressions matter more than most leaders realize and how to build trust in minutes, not months

Key Takeaways: 

• Trust is not something leaders inherently have; it is a judgment others make, often within the first five minutes of interaction. Leaders who ignore this reality unintentionally operate from a trust deficit.
• Fear-based leadership can produce short-term financial results, but it guarantees high turnover, cultural damage, and long-term instability.
• Knowledge alone does not drive behavior change. Skills must be deliberately practiced and turned into habits to create lasting performance improvement.
• Trust accelerates everything in business; sales cycles shorten, employees stay longer, mistakes are forgiven more easily, and innovation increases.
• Rebuilding trust requires humility and intention. Small promises kept consistently are far more effective than grand gestures after trust has been broken.

“Mere experience gained on automatic is the enemy of mastery.” - Andrew Sykes

Connect with Andrew Sykes: 

Website: https://www.habitsatwork.com/ 

LinkedIn: https://www.linkedin.com/in/andrewsykes1/ 

Other Resources: Cohort on Trust for 2026 - https://www.habitsatwork.com/trust-advantage 

Book: https://cerene.squarespace.com/woof-book-store/p/the-book 

Connect with Brad Foley:

Website: https://www.hrvaluepartners.com/ 

LinkedIn: https://www.linkedin.com/in/bradfoley/ 

Facebook: https://www.facebook.com/hrvaluepartners/ 

Instagram: https://www.instagram.com/hrvaluepartners/ 

Email: [email protected] 

Show notes by Podcastologist: Francine Poblete

Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it. 

Christine Toson is the President and CEO of The Tribute Companies, Inc., based in Hartland, Wisconsin. Tribute owns and manages four prominent, family-owned and operated cemeteries across Wisconsin, located in Milwaukee, Hartland, Wausau, and Green Bay, each offering full-service cemetery products and services. In addition to cemetery ownership and management, The Tribute Companies includes an architectural firm and two precast concrete manufacturing facilities in Illinois and Indiana that serve the death care profession. Christine represents the fourth generation of her family in the cemetery industry and has worked within The Tribute Companies for nearly 30 years. Her expertise spans cemetery ownership, management, design, and development, as well as the manufacturing of precast concrete products for the cemetery industry.

In this episode, Brad and Christine discuss:

• Why compassion is a non-negotiable trait when hiring and leading teams
• Balancing hard business facts with empathy when serving grieving families
• The stigma and talent challenges facing the cemetery and funeral profession
• Why pre-planning and honest conversations about death matter for families
• Leading innovation while honoring tradition in a highly emotional industry

Key Takeaways: 

• Compassion is not optional in Christine’s business. It is the foundation of everything they do. Even in manufacturing and B2B relationships, respect for grieving families must come first.
• Leadership in emotionally charged industries requires both empathy and realism. Christine emphasizes using facts, statistics, and real stories rather than “soft” messaging when discussing difficult topics.
• Recruiting and retaining talent is challenging due to stigma around death care, but creative recruiting and clear expectations help attract the right people.
• Pre-planning is not about the person who passes away; it’s about protecting the family left behind. Avoiding these conversations often leads to conflict, stress, and regret.
• Family businesses require long-term thinking. Christine credits prior generations for over-funding trust accounts and prioritizing stewardship over short-term gain.

“At the core of everything is compassion. And so they need to be compassionate, because that's what our business is all about.” - Christine Toson

Connect with Christine Toson: 

Website: http://www.tributeinc.com 

LinkedIn: https://www.linkedin.com/in/christine-toson-cce-5489882/ 

Connect with Brad Foley:

Website: https://www.hrvaluepartners.com/ 

LinkedIn: https://www.linkedin.com/in/bradfoley/ 

Facebook: https://www.facebook.com/hrvaluepartners/ 

Instagram: https://www.instagram.com/hrvaluepartners/ 

Email: [email protected] 

Show notes by Podcastologist: Francine Poblete

Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.

Alex Samoylovich is the Co-Founding Partner and Managing Partner of CEDARst Companies, a nationally recognized multifamily real estate development and operating firm with more than $4 billion in assets developed or acquired across the United States. Over the past 18 years, Alex has built and scaled vertically integrated businesses spanning real estate development, construction, operations, property management, and technology. He is also the founder of Livly, a resident engagement and property technology platform designed to create frictionless experiences for owners and residents. Alex’s career reflects a deep commitment to innovation, long-term value creation, and building strong teams capable of navigating market cycles, distressed assets, and rapid growth.

In this episode, Brad and Alex discuss:

• Alex’s transition from equity and options trading into real estate investing and development
• How early mentorship and syndication shaped his long-term approach to building wealth
• The role of vertical integration in controlling costs, improving quality, and scaling sustainably
• Why micro-unit and unit square-foot optimization created a competitive advantage in multifamily housing
• The importance of team alignment, culture, and hiring A-players in scaling complex organizations

Key Takeaways: 

• Building a durable business takes time, experience, and repeated exposure to market cycles. Alex notes that it took over a decade before the business truly felt sustainable and dialed in.
• Vertical integration can provide a powerful competitive advantage when it allows leaders to control outcomes, reduce friction, and improve execution across the entire value chain.
• Innovation often comes from choosing the harder path. By pursuing unconventional strategies like micro-unit development, Alex and his partners created a moat that competitors struggled to replicate.
• High-performing teams are built through complementary skill sets, trust, and shared accountability. One strong contributor can multiply the effectiveness of others when aligned around a common goal.
• Entrepreneurship rarely starts with a clear vision. Momentum is created by taking the first step, learning quickly, and allowing clarity to emerge over time.

“We've continued to add a growth mindset, which really allowed us to continue to improve and get better.” - Alex Samoylovich

Connect with Alex Samoylovich: 

Website: http://www.cedarst.com 

LinkedIn: https://www.linkedin.com/in/alex-samoylovich-129b524/ 

Connect with Brad Foley:

Website: https://www.hrvaluepartners.com/ 

LinkedIn: https://www.linkedin.com/in/bradfoley/ 

Facebook: https://www.facebook.com/hrvaluepartners/ 

Instagram: https://www.instagram.com/hrvaluepartners/ 

Email: [email protected] 

Show notes by Podcastologist: Francine Poblete

Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it. 

Bror David Johnson is the founder of Retention Search and a seasoned insurance and recruiting professional with more than 25 years of industry experience, as well as a benefits broker with Van Wyk Risk Solutions. After earning a Bachelor of Science in Public Administration from Indiana University, he built a diverse career spanning business development, underwriting, consulting, product development, and executive recruiting at organizations including RR Donnelly, AT&T, Willis Towers Watson, and SunLife Financial. Today, Bror helps employers, brokerages, and candidates navigate complex staffing and employee benefits challenges by combining deep insurance expertise with a relationship-driven recruiting approach, specializing in placing top talent in critical roles and helping organizations optimize compensation, benefits, and retention strategies for long-term success.

In this episode, Brad and Bror David discuss:

• Bror’s unconventional career path from recruiting into insurance brokerage and executive search
• The difference between proactive and reactive recruiting, and why most companies struggle with hiring
• How a producer mindset applies to recruiting, sales, and employee engagement
• Why employee benefits strategies often fail to drive retention and satisfaction
• The connection between compensation clarity, career progression, and successful hires

Key Takeaways: 

• Proactive recruiting consistently outperforms reactive hiring methods. Bror explains that posting jobs and waiting for applicants rarely attracts top talent, while direct outreach to passive candidates delivers stronger long-term results.
• Deep industry knowledge creates credibility in recruiting. Bror’s experience across carriers, brokerages, and executive search allows him to understand roles at a technical level and speak the same language as candidates and hiring leaders.
• A producer mindset applies beyond sales. Doing research, having something meaningful to say, and consistently adding value are critical whether you’re selling insurance, recruiting talent, or consulting on benefits.
• Benefits strategies must be intentional and aligned with employee needs. Simply offering insurance isn’t enough; leaders must understand their workforce demographics and design benefits that truly drive engagement and retention.
• Clear compensation and career paths separate successful hires from failed ones. Employees perform best when they understand exactly how their efforts connect to rewards, advancement, and long-term growth opportunities.

“It's how you're made to feel, right? And that, I think, is the core of, you know, employee retention at the end of the day.” - Bror David Johnson

Connect with Bror David Johnson: 

Website: https://www.retentionsearch.com/ and https://www.vanwykcorp.com/ 

Phone: 773-573-5942

Connect with Brad Foley:

Website: https://www.hrvaluepartners.com/ 

LinkedIn: https://www.linkedin.com/in/bradfoley/ 

Facebook: https://www.facebook.com/hrvaluepartners/ 

Instagram: https://www.instagram.com/hrvaluepartners/ 

Email: [email protected] 

Show notes by Podcastologist: Francine Poblete

Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.